Talent Management Specialist

JD for Manager -Human Resources – Performance & Talent Management

Job Title: Dy. Manager/Manager - HR Department: Human Resource

Reports to: AVP- HR

Required Qualification: MBA in HR Experience: 7-10 years’ of experience in

HR with specialization in Performance

Management and Talent Management.

Experience in CoE role is preferred.

Job Purpose:

The incumbent will be responsible for designing, implementing, and institutionalizing HR initiatives create a performance oriented culture and build a talent pipeline. This includes driving Performance Management incl. employee productivity, Talent Management, Succession Planning, and related initiatives. Success in this role requires a deep understanding of PMS & TM frameworks, strong stakeholder management and knowledge

of business.

Key Responsibilities:

Performance Management (PMS) & Productivity

 Implement the organization’s performance management philosophy and framework, ensuring timely KRA/goal setting, appraisal completion, and meaningful performance discussions.

 Drive a performance-driven culture through continuous performance tracking,manager enablement, and corrective action plans for low performers.

 Implementation of the HRMS-based Performance Management System (PMS).

 Partner with business to design interventions for high-performer engagement and retention; developmental actions for low performers.

 Support compensation initiatives including performance-linked rewards.

 Initiate a Productivity monitoring exercise starting with finalization of productivity parameters and measures, regular tracking. Suggest and implement suitable reward or corrective frameworks

Talent Management & Development

 Institutionalize a Talent Management Framework including identification of high-potential talent, career pathing, and differentiated development & retention strategies.

 Facilitate Individual Development Plans (IDPs) and structured career development opportunities for mid and senior leadership teams.

 Build a robust succession pipeline by partnering with business leaders to identify successors for critical roles.

 Drive leadership development initiatives such as 360° feedback, mentoring & coaching programs, and leadership capability workshops.

Other HR Initiatives

 Design and implement interventions to enhance organizational effectiveness, productivity and change readiness.

 Contribute to HR policy formulation, review, and communication.

 Partner with HR colleagues and business stakeholders to drive change management and ensure adoption of new processes and practices.

 Champion HR analytics to derive insights and enhance decision-making.

Core Competencies:

1. Drive for Results & Execution Excellence

2. Stakeholder Management & Influence

3. Project & Change Management under tight timelines

4. Collaboration & Teamwork

5. Analytical and Critical Thinking

6. Technology Savviness (HRMS, digital tools, analytics)

7. Customer-Centric Mindset

8. Leadership & People Development

Functional Competencies:

1. Expertise in Talent Management, Performance Management, and Productivity analysis.

2. Hands-on experience with at least one HR Technology/HRMS platform.

3. Advanced proficiency in MS Excel and data analytics; experience in HR analytics tools preferred.

4. Strong verbal, written, and presentation skills for engaging leadership and stakeholders.

5. Proven ability to conceptualize and execute HR projects with measurable outcomes.

Other Working Conditions:

 This is an Individual Contributor Role.

 On-site opportunity with no Work-from-Home